| 其他摘要 | In the recent years, the demand for high-tech talents has increased significantly with the China's transformation from manufacturing to intelligent manufacturing, especially the urgent need for key technology. Due to the shortage of talents in the market, the salaries of R&D personnel in high-tech industries have risen sharply. According to the data of urban non-private units and urban private units by industry category released by the National Bureau of Statistics of China in 2019, the average wages of the two industries that information transmission, software and information technology services and scientific research and technical services rank among the top. At the same time, the income inversion phenomenon of R&D personnel in the high-tech industry is very serious, which impacts the perception of income fairness of old employees and brings greater challenges to the organization and construction of the high-tech industry. Therefore, exploring the relationship between the income and income fairness of R&D personnel in the high-tech industry and the work attitude and behavior of employees has become one of the important issues that HR in the high-tech industry needs to pay attention to. Based on social exchange theory and social comparison theory, the research explores the direct relationship between the income, income fairness and work engagement of R&D personnel in high-tech industry through empirical research. The indirect relationship between job satisfaction, organizational commitment and work engagement, and the moderating effect of income fairness on the indirect relationship. The results show that income has positive effects on job satisfaction, organizational commitment and work engagement. In the correlation mechanism between income and job engagement, job satisfaction and organizational commitment can play a significant mediating effect. In addition, income fairness can play a moderating role on the above two mediating factors. At the same time, it is found that the relationship between perceived income equity and the above variables is more significant than income itself. For the first time, this research puts together income, job satisfaction, organizational commitment, and job engagement, sense of income equity, at the same time. It expands the content of job demand-resource theory, social exchange theory, and social comparison theory, and enriches organizational management theory research. This study closely integrates the background of the high-tech industry. By studying the relationship between income, sense of income equity, job satisfaction, and organizational commitments to enterprise employees' work engagement, it has certain practical significance for enterprises to formulate and implement compensation policies reasonably. |
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